Case Studies
- Herman Miller Limited – Engineering Permanent Recruitment
Scenario
A vacant position for a Bills and Materials Engineer arose at Herman Miller; a highly technical position which required a unique and set of skills, experience and proficiency.
Initially advertised with local agencies, they did not receive a suitable applicant with the desired attributes to invite for interview.
Solution
We will understand your business and form a recruitment policy with you
We worked with Herman to understand their business in terms of the objective for this piece of recruitment, training on offer and succession planning. From this we consulted with Herman Miller to formulated the recruitment policy by looking at motivations needed to ensure someone stays in the role, skills needed that cannot be trained, qualifications and who would fit into the culture and ethos of the business.
Extensive Advertising
The role was then advertised extensively across all the major job boards using our special techniques.
Our Database
We then searched our database of over 23’000 engineers found from referral and our ongoing advertising.
Formal Interview
Next we formally interviewed and screened all suitable applicants to provide a shortlist of 3 right applicants that wanted the position on offer.
Project Management
When all 3 applicants were selected for interview we booked the applicants in for the selected date.
We made sure that each applicant was committed and prepared for the oncoming interview to make it as productive as possible.
After the interview we took objective feedback so that Herman could make a decision about who to offer!
The offer
Herman loved in particular one applicant who they wanted to offer. We worked with Herman to make sure they understood what they needed to offer for the applicant to accept the role. (Let’s face it; there is nothing worse than when an applicant turns down the role!)
Result
The best 3 applicants were short listed for an interview and one was offered the job. The process was quick and the client was delighted with the service provided because of the candidate’s fit with the culture and job specification.
- Anglia Crown Limited – Engineering Contract Recruitment
Scenario
Anglia Crown a food manufacturing company needed an electrical maintenance engineer to start 2 days later on a 1 month contract.
Solution
By searching our large database we were immediately able to find 2 engineers.Within 3 hours we sent the client 2 CV of electrical maintenance engineers that had the technical skills and qualifications required from high volume environments that could start on the relevant day.
Result
The client telephone interviewed the CV he liked most. The applicant then started and loved the role.
- OLCI Construction Training – Education Recruitment
Scenario
The client was looking to recruit 8 Plumbing Trainer/Assessors and 8 Electrical Trainer/Assessors to establish 4 new Electrical & Plumbing Training Centre’s to increase the provision of their courses across the UK, allowing greater access to courses for their students.
Solution
We understood their business goals, and we worked with OLCI to devise a timeframe which would see the recruitment for each centre happening at a specific time and date, enabling the organisation to plan its centre openings around the successful recruitment of the required trainers and understanding the value of the campaign to OLCI.
Extensive Advertising
The role was then advertised extensively across all the major job boards using our special techniques. We then searched our database of over 5000 teaching professionals throughout the UK to shortlist and matching suitable applicants and gain referrals of potential applicants who may be interested.
Formal Interview
Short listed applicants were interviewed to ensure that not only did they have the right skills, but they were motivationally right for the role, allowing OLCI to ensure that it created sound foundations within its new centre’s to establish successful openings.
Project Management
With the applicants short listed and interviewed telephone interviews were scheduled with the technical managers to pre-screen applicants against their technical knowledge.Following this, face to face interviews were booked at various geographical locations around the UK, to ensure that OLCI could ensure it was employing the right person for the job.After the interview we took objective feedback from both the applicants and OLCI to ensure that not only the ‘candidate was right for the job’, but that the ‘role was right for the candidate’.
The offer
Feedback was then fed between both parties to ensure that both knew which the other expected and this allowed OLCI to make job offers to the successful candidates,
Result
The best applicants were short listed for interview and ten were successfully offered positions, allowing OLCI to staff its 4 new centre’s ready for new courses to run. The relationship has continued to growing seeing RISE placing a further 5 successful applicants with OLCI Construction Training.
New text added. Please edit and save.